UNIVERSITY OF MUMBAI

RAJEEV GANDHI COLLEGE OF MANAGEMENT STUDIES

Plot No. 01, Sector-08, Ghansoli,

Navi Mumbai — 400701

A STUDY OF TRAINING AND DEVELOPMENT PROCESS AT

ALTAA VISTAA BUSINESS SOLUTIONS

A SYNOPSIS SUBMITTED IN THE PARTIAL FULFILLMENT OF

THE

REQUIREMENT FOR THE AWARD OF

THE DEGREE OF MASTER IN

MANAGEMENT STUDIES (MMS)

SUBMITTED BY

VISHWAJIT BAPURAO MORE

ROLL NO. 112

 UNDER THE GUIDANCE OF

Prof. Dr. RADHIKA W.

MMS (MARKETING) — SEM III

BATCH: 2021 — 2023

· TOPIC:

THE STUDY OF TRAINING AND DEVELOPMENT

PROCESS

· INTRODUCTION

Every organisation needs to have experienced and well trained employees to perform
the activities . Rapid changes in the environment has not only made the jobs more
complex hae also created increased pressures for the organisation to re-adapt the
products and services offfered to compete in this fast changing world . Therefore, in a
rapidly changing society training is an activity , which is must for maintaining a
viable and knowledgeable work force.

Success of any training programme largely depends upon proper identification of

training needs. Training needs are felt by the managers when they discover /perceive
deviation between standard performance and actual performance of its employees. It
is not that only workers need training . Simultaneously supervisors, managers and
executives need to be trained and developed to grow and acquire maturity of thoughts
and action. Many organisations invest considerable resources in training and
development but never really examine how and where this can most effectively
promote organizational objectives and individual growth. The failure to analyze
training needs within the organization will lead to lesser of benefits and huge
investment in the training programme of the institute. Hence it would be pertinent to
analyze training needs first and then impart training accordingly .

Training is a long term investment in HR using the equation given as :

Performance = Ability x Motivation

Training can have an impact on both these factors. It can heighten the skills and
abilities of the employees and their motivation by increasing there sense of
commitment and encouraging them to develop and use new skills.
Training of the employees is useful to both the employees and employers in
several levels :

1) Increased the productivity

2) Improves safety

3) Reduces supervision

4) Increased stability and flexibility

5) Ensures better placement

6) Development and promotion of employees

7) Boost morale

· OBJECTIVES OF THIS STUDY ARE:

1)To analyse the various training and development practices in ALTAA VISTAA
BUSINESS SOLUTIONS,PUNE.

2)To evaluate the effectiveness of the existing training and development

practices.

3)To Analyse the gaps in training .

· SCOPE OF STUDY
1)The study was conducted at ALTAA VISTAA BUSINESSS SOLUTIONS ,PUNE.
2)The scope of study was limited to employees only.
3)The study was conducted to reveal the employee perception towards
management and the training program conducted .

· LITERATURE REVIEW:

HULTMAN: (Glenn 1984):In the study managerial

work ,organisational perspective and the training of manager ,discusses
as empirical and theoretical issues and planned organizational change
and training of managers ,nothing that ,though managers and are often
viewed as people of action leadership research suggest the opposite .A
discussion utilize research an managerial work and organisational
perspective is used to present the phenomenon of leadership and leader
competence in new perspective which considers whether further
research in to managerial work and skill and organizational perspective .

GODDARD ROBERT. W .(19850

In his study the pyfmalion effect personnel journal describe the the
pyfmalion effects on the behavioural science principle the states that an
employee success directly related to the companys expectation. Good
management .Training practice is discussed such as recognizing
employees potential for improved performance .Showing confidence in
the staff maintaining an in going dialog setting high performance
standards coming self defeating persona present.

TODDY (1988)
In his study effect of stimulus variability on trainee comes Enhancing
behaviour modelling training. Based on finding on the study is suggested
that the conventional wisdom of using low variability and strictly give
stimuli in training consent should be recognized. The value of negative
feeling and non exemplar information demonstrate here clearly warrants
further eptutal and empirical work. In addition the inverse relationship
and transfer, firms the important if training designers linking their
evaluation criteria with objectives.

SAMUEL(1990)
In his study current level of training program , the fining the study
includes, administrator recognized the growing importance , the value the
increased emphasis on training , but inconsistently supported the training
except training program intended to concentrate towards technological
aspects as has management personnel. And minimal amount of training
were directed towards developing employee attitudes.

ROBERT CARROLL(1994)
In his study result that all the term have participating in setting the team
goals and commit but almost always in response to overall goes set by
management, companies have management .Company have generally
recognized the need of team training and have responded by training
most team leader and members. They have not always followed up after
the initial training.
· RESEARCH METHODOLOGY:

Type of Research: The study has a descriptive and quantitative research design.

Sampling method: The prospective study involves choosing through simple random
sampling method.
Sampling size: 50 minima.

Data collection method: Both primary and secondary. Secondary data was
collected from newspaper, magazine ,internet, Web site, textbook etc. The
required primary data is collected through questionnaires and interviews.

Sample strata: The respondents to the study are various employees and staff
members.
Sample Area: Here the respondents are limited to a sampling area of Pune

· CHAPTER SCHEME

· Introduction

· Review of Literature

· Objectives and scope of the study

· Research Methodology

· Data Analysis and Interpretation

· Findings and recommendation

· Conclusion

· Limitations

· Bibliography

· Appendix